A REPORT

On
TALENT ACQUISITION
By
Jigyasa Singh
FMS-WISDOM
MBA IIIrd semester
Banasthali University

Submitted To: Submitted To:

Mr. Sunil Sahrawat Ms. Saman Khan
Practice Lead Assistant Professor
Consortuum Strategic HR Banasthali Vidyapith
Solutions
Rajasthan
Delhi
 DECLARATION

I, Jigyasa Singh, hereby declare that the presented report of internship titled ―Talent
Acquisition” is uniquely prepared by me under the supervision and guidance of Mr.Sunil
Sahrawat after the completion of six months‘ work at Consortuum Strategic HR Solutions
Pvt

I further declare that I am solely responsible for omission and commission of errors if any.

…………………………….
Jigyasa Singh
WBMBA1322
MBA
Master in Business Administration (HR)
Banasthali University

I
 ACKNOWLEDGEMENT

I wish to express my sincere gratitude to Mr. S S Sahrawat and Mr Sunil Sahrawat of

―Consortuum Strategic HR Solutions‖, Delhi for providing me an opportunity to do my
internship and project work. Internship report is an essential part of MBA program as one can
gather practical knowledge by observing and doing the daily work in the chosen
organization.

The team always motivated me and were available whenever I needed their assistance. They
were actively involved through the project and also kind enough to tell me the strengths and
weaknesses and how I could improve myself to face the corporate world.

I would like to extend my thanks to all the employees/staff of the Consortuum for their
support.

And I would also like to thank my college project mentor Ms. Saman Khan for her valuable
guidance and support

At last I must mention the wonderful working environment that has enabled me a lot deal to
do and observe the activities during my internship period.

II
 ABSTRACT

The objectives of Human Resource Department are Human Resource Planning, Recruitment
and Selection, Training and Development, Career planning, Transfer and Promotion, Risk
Management, Performance Appraisal and so on. Each objective needs special attention and
proper planning and implementation.

Talent acquisition and recruiting are undergoing rapid disruption, challenging companies to
leverage social networks, aggressively market their employment brand, and re-recruit
employees every day. To be successful in this new environment, companies should
constantly attract new talent and ―re-recruit‖ the talent that is already in place. The traditional
―staffing‖ team is being replaced by a strategic ―talent acquisition‖ function, focusing on
building an employment brand, sourcing people in new places using social media tools,
creating opportunities for internal candidates, and leveraging the huge network of referral
relationships within the company. This article focuses on the difference between recruitment
and strategic Talent acquisition, new ways to access talent, Challenges and innovations in
challenge acquisition process.

There are certain ways that are to be followed by every organisation, which ensures that it
has right number and kind of people, at the right place and right time, so that organisation
can achieve its planned objective.

For every organisation it is important to have a right person on a right job. Recruitment and
Selection plays a vital role in this situation. Shortage of skills and the use of new technology
are putting considerable pressure on how employers go about Acquiring good talent in their
organization. It is recommended to carry out a strategic analysis of Talent Acquisition
Process.

With reference to this context, this project is been prepared to put a light on the
process of Talent Acquisition. This project includes Meaning and Definition of Talent
Acquisition, , Evaluation of TA Process, source of recruitment, Sources of Recruitment
through portals.

III
 INDEX

 CHAPTER-1
1.1 Background and context……………….Page 1-2
1.2 Purpose
1.3 Objective
1.4 Achievement

 CHAPTER-2
2.1 Company Profile………………………...Page 3-9
2.2 Mission
2.3 Talent Development
2.4 Talent Acquisition
2.5 HR outsourcing
2.7 Management of Consortuum
2.8 Clients of Consortuum

 CHAPTERE-3
3.1 Literature Review………………………..Page 10-12

 CHAPTER-4

4.1 Research methodology-Need of study……Page 13-15

4.2 Purpose of Study

4.3 Objective

4.4 Methodology

4.5 Research Design

4.6 Methods of Data collection

4.7 Duration of study

4.8 Scope of data

4.9 Limitation

IV
 CHAPTER-5………………………………….Page 16-24

5.1 Data Analysis

5.2 Analysis of Consulting Firms

5.3 Assignments Handled

5.3.1 Talent Mapping

5.3.2 Positions

5.3.3 Organization Restructuring

 CHAPTER-6……………………………………….Page 25-27
6.1 Findings
6.2 Recommendation
6.3 Conclusion

 CHAPTER-7
 References……………………………….Page 28

V
 List of Figures

Fig 1- Company LOGO

Fig 2- Process of Talent Acquisition

Fig 3- List of Clients

Fig 4- List of consulting firms

Fig 5: Advanced search process on naukri

Fig 6- Approach for Organization restructuring

Fig 7-Organization Structure of TI Industries

VI
VII
 Chapter 1

1.1 Background and context

Introduction to Talent Acquisition

Talent acquisition is the process of finding and acquiring skilled human labor for
organizational needs and to meet any labor requirement. When used in the context of the
recruiting and HR profession, talent acquisition usually refers to the talent acquisition
department or team within the Human Resources department.

Recruiters, sourcers, HR professionals, hiring managers. Combined, these functions make up

Talent acquisition (TA) — the organizational task of, quite simply, finding the right person
for the job. In a corporate setting, it‘s often placed under the human resources (HR) umbrella,
and involves sourcing, attracting, interviewing, hiring, and onboarding employees In an
industry, the most important thing is to fit the right employee in the right place. Otherwise
you will be stuck between trying to fit a square peg in a round hole. When any employee is
not in the right job this may disrupt his performance, also he may not feel engaged with the
organization. As a result he may also effect other employees of the same organization. Low
productivity, dissatisfaction, low morale, absenteeism and other negative behavior are some
of the signs of low engagement.

Talent acquisition is a unique function and this department is a relatively new compared to
others. In many companies, recruiting itself is still an indistinct function of an HR. Within
many corporations, however, recruiting as a designation did not encompass enough of the
duties that fell to the corporate recruiter. A separate designation of talent acquisition was
required to meet the advanced and unique functions. Modern talent acquisition is crucial.

Recruiters in Talent Acquisition

Since the bulk of a successful TA team relies on recruiters, let‘s break down what it takes to
be the most talented one. First, it helps to be a people person. You‘re comfortable cultivating
and maintaining relationships, especially across jobs, industries, and personality types.
People who tend to do well in this role are also good at thinking big-picture about the needs
of their company, and how to fulfill them. But maybe most importantly, talent acquisition

1
2professionals need to think like hunters: always on the prowl for top talent and relentless in
their pursuit.

1.2 Purpose
The main purpose behind this report is the successful completion of the 6 months internship
and this report was a step in fulfilling the partial requirements completion of MBA. In this
report I have tried to explain the process of talent acquisition in Consortuum Strategic HR
Solutions. Also other objectives are:

 To accustomed with the history and operations of Consortuum Strategic HR

Solutions Pvt. Ltd.
 To describe the different project I have been involved into in the internship
period
 To explain the recruitment process of Consortuum Strategic HR Solutions

1.3 Objective
The main objective is to apply all my theoretical knowledge and compare it with the practical
scenario of the industry and to get a deeper knowledge of the recruitment process of
consulting firms.

Also to gain the real life experience of working with the HR organization and understand
their services offered by them to their clients and the whole procedure.

1.4 Achievements
During the period of my internship, I was made to handle N number of assignments, out of
which I was able to successfully place a candidate Mr. Jitesh Palan (ex-employee of
Dr.Reddy‘s Laboratory-one of the top chemical and pharmaceutical company of India) in
Laxmi Organics (Mahad-MH) as Sr. Manager Process Safety on the package of 25 Lac
(fixed-24 Lac & Variable-1 Lac).

Also I assisted my senior Ms. Vaishali Chauhan on the organization restructuring of Tilak
Nagar Industry under the guidance of Mr SS Sahrawat.

2
 Chapter 2

2.1 Company Profile

Fig1 -Company Logo

Consortuum HR Consulting deliver high-performance and innovative Human Resource
Solutions that impact business performance and realize maximum return on people
performance.
Consortuum has been helping many organizations across industries and institutions to
succeed by developing and empowering their people through robust HR process and
knowledge based solutions. Consortuum HR Specialists are up to date with the current HR
trends and experienced in designing and delivering specific solutions needed to achieve your
business objectives. They are dedicated and honest people who partners with clients to
deliver what they need.
Consortuum Strategic HR Solutions Pvt. Ltd., a company providing value added services
to Indian & multinational corporate and helping them to drive performance through people
and their capability. The company currently has the following Business Divisions.

 Talent Acquisition
 Talent Development
 Outsourcing/Temp Staffing
 HR Consulting

We Bring-

 Domain Expertise:
 Efficient & Quality Processes:
 Cost-Effective:
 Guaranteed turnaround time:
 Strong Client referrals
 Single window Staffing Solutions

3
  Substantial pre- screened talent pool
 Web interface Associate, Clients & Candidates
 Technology & Infrastructure

2.2 Consortuum Mission

To be admired in India for HR Services that delights Client & Customer

7C's at Consortuum
 Client: Getting it right from the start
 Clarify: Understanding the real issues
 Create: Developing a deliverable solution
 Change: Working to make things happen
 Confirm: Measuring the change
 Continue: Making sure the solution sticks
 Close: Signing off with style

What makes us different from others?

1. Our goal is always to add value to our Client‘s business through a close long
term relationship based on mutual understanding.
2. We have made commitment to keep doing things better and not waste your
valuable time so that we can earn your business and keep it.
3. We nurture an environment of Shared ideas, Shared efforts and
Responsibilities

4
2.3 Talent Development

Consortuum Centre for excellence believes in providing value added services to its
clients by way of Understanding, Analyzing, Developing and imparting training for
development of competencies of the employees so as to attain organizational excellence
it help the organizations to meet the rapidly changing needs of the organization and
industry for sustained growth and enabling them to stay competitive in the fast
changing global economic scenario. The emphasis is on learning that reflects real
business situations, allowing participants to learn valuable skills that can be easily
applied at the workplace aimed at tangible and intangible organizational gain.

Training & Executive Development Models

 Training Process Outsourcing

 Coaching and Mentoring
 Management Development Programmes

Methodology

 Initial Consultation
 Programm Design
 Delivery
 Evaluation
 Support and follow up

Consortuum growing list of training programs may be customized to effectively

address your company's environment and needs. We offer the following Training &
Development programs:

Senior Management

 Middle Management

5
  Supervisory Management
 Front line Sales
 Outbound Activities
 Technical Programmes
o World Class Manufacturing Practices
o Safety, Health and Environment
o Six Sigma / TPM / TQM etc.

Consortuum Centre for Excellence also conducts Open House Programs / Seminars /
Conference / Workshops / Summit on emerging issues and concerns of the
organizations and changing paradigm in light of the business scenario in the global
economic environment.

2.4 Talent Acquisition

Propelling excellence in the organization has to start somewhere...

It starts with attracting and hiring the best Human Resource. Here at Consortuum, we
value the importance of having the best people at middle and senior level executive.
Consortuum has been placing these talents across industries. Our established Search
and Selection methodologies assure your organization of individuals well-matched to
the job while reducing time for your sourcing tasks. Start with Consortuum to recruit
only the best Human Resource.

6
 Fig 2: Process of TA

2.5 Human Resource Consulting

Current Business Scenario:

 Globalization
 Fierce competition
 Rapidly changing business climate

These are the biggest issues facing by the companies today. There is an increasing need
for an Organization to be operationally efficient especially in managing their Human
Capital At Consortuum, Our goal is to help your organization compete with the most
admired companies by providing you with systematic approaches in dealing with your
HR needs.

7
 2.6 Outsourcing

HR Outsourcing is the new multifunctional and strategically important boon of the

decade for organizations worldwide. Consortuum helps organizations focus on their
core processes by handling all the backend processes in an efficient and time-bound
manner. We offer strategic outsourcing solutions that give you access to intellectual
capital which may not available in house.

2.7 Management of Consortuum Strategic HR Solutions

 S S Sahrawat- Director & CEO

 Manoj Sahrawat-Business Lead
 Sunil Sahrawat-Practice Lead

2.8 Some of the Clients

8
 Fig 3- List of Clients

Chapter 3

3.1 Literature Review

9
Saranya Priyadarshini (2016) in her studies states that nowadays the revolution has started
where human resources are not anymore treated as machines but are being treated as assets.
So if we are using the term assets that means something is to be acquired. This is where the
term talent acquisition came into existence. Talent acquisition is the process of finding and
acquiring skilled human labor for organizational needs and to meet any labor requirement.
When used in the context of the recruiting and HR profession, talent acquisition usually
refers to the talent acquisition department or team within the Human Resources department.
The talent acquisition team within a company is responsible for finding, acquiring, assessing,
and hiring candidates to fill roles that are required to meet company goals and fill project
requirements.

Talent acquisition is rapidly becoming an irreplaceable profession, perhaps even distinct

from the exercise of common recruitment. She emphasizes that talent acquisition is relatively
new in the industry. Till now there are many companies who have not adopted this
specialized and more strategic role and have assigned the responsibility to as a general job
responsibility to HR Generalist. There was an emphasis on the difference between talent
acquisition and recruitment. Although these terms are being used as synonyms but there is a
vast difference between them. According to her recruitment is a subset of talent acquisition.
Similarly talent acquisition includes all the activities of recruitment but there are more
strategic elements and planning included in talent acquisition. Some of them are-

 Talent Acquisition Planning & Strategy

 Workforce Segmentation

 Employment Branding

 Candidate Audiences

 Candidate Relationship Management

 Metrics & Analytics

Gopa Das (2017) in his paper states that Talent acquisition has evolved over a period of time
to become the key reference point for employers. It is now a strategic and competence driven
business function unlike in the past when it was restricted to recruitment. It is increasingly

10
considered as the core function of an organization which has touch points across planning,
budgeting, employer branding, staffing, On-boarding and market intelligence. He has also
mentioned the difference between talent acquisition and recruitment mentioning the key
areas different in talent acquisition than in recruitment. He said that there is an intensive
increase in growth and demand of this industry so there are some underlying challenges
which comes with it. The increased population and this age of technology has lead us to
globalization, which puts the pressure on the companies to hire the right talent and the best fit
for their organization. Also the organizations which hire for those skills which are not easily
available in the market are the one for whom talent acquisition plays a vital role.therefor e
they want to hire the best talent for their companies in future so that they can achieve faster
growth. And here comes the role of talent acquisition. Talent acquisition specialist are
specialized in hiring more strategically and work with a plan.

Sourcing creatively

Open Market through Globalization

Employee Feedback

Social networking

Follow Ups

Recruitment Process Outsourcing

ABC Strategy

Crowd sourcing

Whether a company creates vacancies in its present line-up of employees or creates extended
vacancies in order to facilitate an expansion drive, the attractiveness of the job offers will
majorly depend on the benefits provided to prospective candidates. The efficiency of various
departments and sales statistics of a company are the first things a job hunter will look for.
However, a similar trend in such aspects for multiple companies is an option. The
effectiveness of HR management proves to be the tie breaker here. For a candidate looking
for a job, effective use of the present workforce is an important factor to consider.

11
Unlike the past, the goals of a business organization are not restricted to simple profit
numbers. Companies formulate business strategies hoping to achieve the best use of human
capital, elevation in the performance levels of the present manpower and expansions in
different sectors. Basically, companies wish to achieve total development as an organization
along with higher sales numbers. With changing goals, the talent acquisition process has also
been subjected to change. Prospective candidates are expected to be sound in
communication, comfortable with teamwork and are also innovative. A change in the
required skill set of employees has led to a different wave of competition and has completely
changed the dynamics of talent acquisition.

Chapter 4

Research Methodology

12
4.1 Need of the Study:
In today‘s fast changing world, recruiting right candidate for the right job is very much
needed for the organization to achieve their goal sets and it vary from one to another. It is thus
important for me to understand, analyses the process of talent acquisition in the current
organization.

4.2 Purpose of the Study:

The main purpose is to know the process of talent acquisition in consulting firms in India

4.3 Objectives:
1. To know about the relationship between the employees and Consortuum
2. To get knowledge how the HR function in Consortuum
3. To be familiar with the recruitment process offered by Consortuum for their clients
4. To learn about the Organizational Culture of Consortuum
5. To study the different methods of acquiring talent

4.4 Methodology:
This chapter describes the research methodology adopted by the researcher for the purpose of
the study.
‗Research methodology‘ is a way to systematically solve the research problem. It is a
science of studying how research is done scientifically. In it, we study the various steps that
are generally adopted by a researcher in studying his/her research problem along with the
logic behind them.
I used different methodologies to make my report successful. I went through the research
reports, relevant published documents including books, project documents, evaluation
reports, monitoring reports and website for collecting my required data. For carrying out this
project paper I had to analyse the actual recruitment process of Consortuum Strategic HR
Solutions.In order to carry out this study, two sources of data and information have been
used:

4.5 Research Design:

13
Descriptive Research has been used, which involves surveys and of fact findings different
kinds. The major purpose of descriptive research is the description of the state of affairs, as it
exists at present. The main characteristics of this method are that the researcher has no
control over the variable; he can only report what has happened or what is happening.

4.6 Method of the Data Collection:

The source of information is generally classified as primary and secondary.
 Primary Data: Primary data refers to information that is generated to meet the specific
requirement of the investigation at hand. The primary data was collected through-
 Study of background material and relevant files provided by the officers concerned.
 Direct interviews with relevant personnel
 Face-to-face discussion with the relevant officials.

 Secondary Data: Secondary data is information that is collected for the purpose other
than to solve the specific problem under investigation. The secondary sources of data
collection were information obtained from books, magazines, websites and articles on the
topic etc. In the study, the researcher would use the secondary data to supplement the
primary data.

4.7 Duration of the Study:

The project was a detailed study on the topic ―Talent Acquisition‖ was successfully
completed within the time period of six months with the guidance and support from the
project guide.

4.8 Scope of the Data:

 To understand the various sources of recruitment provided in the organization.
 It helps to analyze the recruitment policy of the organization.
 It enables us to evaluate the effectiveness of different recruiting techniques and sources
for all types of job applicants in the organization.

14
4.9 LIMITATION

In spite of giving my level best effort for preparing this report successful, some difficulties
still have been faced. The Term paper is likely to have following limitations:

 Lack of enough information as some information was considered highly confidential.

 Time constraint is a big factor could be a big issue, as I have to do this report along
with my regular office work
 The depth of the analysis has been limited to the extent of information collected from
different sources.
 As we are newcomer, there is a lack of previous experience in this concern.
 And many practical matters have been written from my own observation that may
vary from person to person.

15
 Chapter 5

5.1 Data Analysis

Does anyone ever given it a thought that why some companies reach greater heights while
other have to fight the rough competition. The answer is- its Human resource. Any
company/organization is for the people and by the people and its overall culture is defined by
its culture which is also a mass habit of the people. Organization culture is basically made by
collective the values, beliefs and principles of the employees or members of that company.
So make the organization effective the culture should be good so that the company can attract
good talent. Therefore, human resource is the greatest asset a company can own and do as
much as possible to keep them motivated and engaged.

5.2 Analysis of Consulting Firms

HR consulting industry has emerged from management consulting and talks about human
resource management tasks and decisions. There are some basic task HR Consultants are
required to perform in order to fulfill their services. HR consultants perform their tasks more
strategically and in a effective way. Basically they are hired to make the company perform by
maximizing the potential of the organization by finding best practices for that particular
organisation..For this purpose,HR Consultant perform needs analysis or audits and make
recommendations or proposals, coordinate the creation and implementation of an action or
corrective plan, and when required, organize and coordinate cross-functional Human
Resource teams to assist the client with developing and implementing performance
improvement corrective plans, programs or processes. The following are core fields around
which most HR consultancies are based: Talent Acquisition,Human capital, including
remuneration (also called total rewards), employee rewards and incentive programs,
and,Mergers and acquisitions, examining fit across culture, job-type, transaction costs, etc.
Communication, including surveying employee attitudes, satisfaction, engagement, and other
employee behaviors Retirement Recruitment process outsourcing. Some more services like
legal advisory, investment related, financial issues can be provided by the consulting firms.

There are a lot of consulting firms in India, some of the major ones are listed below:

16
1. SutraHR

2. ABC Consultants

3. Adecco India

4. AON Hewitt

5. CareerNet

Fig 4- List of consulting firms

So these are some of the consulting firms in indian market. They provide the best HR
services to their clients and some of them ar even 44 years old which shows their credebility.

5.3 Assignments handled

Initially when I was a beginner I was assigned to read about the industry and their curent HR
Trends. The core competency of Consortuum Strategic HR Solution lies in chemical and
pharmaceutical industry. So I had to read about the major players and had to start with the
mapping process of different industries.

17
5.3.1.) Talent Mapping- Mapping can be based on different criterias you have set according
to the organization. In consortuum, I did mapping company wise of both chemical and
pharmaceuticals, in which I had to map only HR individuals in that organization and that too
of executive level (above middle management). So this process creates a lot of data base for
the company and also lot of knowledge about the industry individulas is enhanced which
plays a major role in polishing your skill of working as a true HR consultant. Being in a
consulting firm you not only need to enhance your network but you are also required to build
relations with your clients and candidates both. If you have a good talent but not a suitable
designation for him/her then you need to follow them up for their updates and as a suitable
postion arrives you offer them with that. This method enhances your credebility and the
candidate feels more comfortable and at ease when communicating with any HR consultants.

5.3.2.) Positions- Process of talent acquisition involves sourcing, interviewing, reference

checking, matching candidates with clients (both in terms of the work culture and the specific
requirements of the position, and finally selecting suitable candidates for a job vacancy.

The consulting firm then facilitates an interview with the client company seeking to fill the
position. The consulting will work as the bridge between the client company and the
candidates put forward for the position. Both clients and candidates are vital to the success of
the recruitment agency, and therefore a long-lasting relationship of trust should exist, and be
maintained between all parties. In this case, it really is true to say that if an agency does what
it is supposed to do, then everyone benefits:

• The client gets a suitable candidate for the vacant position

• The candidate is placed in an appropriate and satisfying position

• The agency receives an appropriate fee for their work

During my period of internship I was made to work on ‗N‘ number of positions from
manager to VP level.some of them were even confidential positions.

Steps Involved-

18
First position given was for PI Industry for their HR department. It was a confidential
position so I was required to source the candidates for it. For this JD‘s are also provided so
that the requirement can be fulfilled accordingly

Job Description:-

It is organized factorial statement of job content in the form of responsibilities and duties of
the specific job.

A job description is a document that describes the general tasks, or functions, and
responsibilities of a position. It may specify the functionary to whom the position reports,
specifications such as the qualifications or skills needed by the person in the job, and a salary
range.

CONTENT of JD:-

1. Title /Designation

2. Nature of duties (operations to be performed in the job).

3. Necessary Qualification.

4. Work environment required in the performance of job.

For working on any position a lot of portals can be used. But consortuum generally sources
its candidates both from Naukri and LinkedIn.

Process of advanced search on naukri is explained in pictorial representation.

19
20
21
 Fig 5: Advanced search process on naukr

This is the process of using advanced search on naukri.And throughthis andidates are being
sourced

After this I was assigned to work on a lot of postion of HR as well as some technical
positions too. Some of the major plyaers I worked for includes PI Industry,HPCL Mittal
Energy Limited(Bhatinda Refinery),Coromandel international,Escorts and Laxmi Organcis.

I also got one postion closed in laxmi organics for senior manager process safety.

5.3.3) Organisation Restructuring of Tilak Nagar Industry

Scope of Work

 Understanding Current Organization Structure, Review Various Roles & Headcount

 Type of Structure, Functional Divisional, Matrix or flat

22
  Audit Current Structure in terms of Functional alignment, Hierarchy and span of
control.

 Evaluating Efficacy and profiles of various Role holders.

 Decision Making Process.

 Redesign/ Reorganization of New Structure

Organisation Design Objective

 Alignment of organisation design with business strategy.

 Select and implement change in functional hierarchy and reporting relationship.

 Help review organization structure that is people dependent and develop a

comprehensive governance framework and structure aligned to organization‘s vision
and goals.

 Provide the top-level management with a competitive advantage by developing a

robust succession plan that covering internal and external talent

 Creating a strong competency framework to enable the organization to follow a

structured approach to recruitment, training and development

Comprehensive career model to develop a transparent performance evaluation mechanism

Our Approach

Fig 6: Approach for Organization restructuring

Inputs from

• Organization Strategy

• Organization Design Principles

23
 • Market Benchmarks

• Leadership Team

Current Structure

Fig 7: Organization Structure of TI Industries

In organization re-structuring of Tilak Nagar Industries a lot of structural gaps were found.
Therefore, a new structure was proposed by Consortuum to the clients.

24
 Chapter 6

6.1 Findings, Recommendations & Conclusion

Foremost companies capitalize in talent management to select and keep the best person for
each job since they identify that business success is mechanical by the total talent quality of
their workforce. Social networking website LinkedIn had conducted a detailed research on
Talent Acquisition practices and published it on their website. LinkedIn has conducted its 3rd
Annual Global Recruiting Trends survey in 19 countries including India. They have surveyed
over 3,300 talent acquisition leaders to capture their thoughts on what keeps them up at night,
hiring and budget trends, and key sources for high quality hires. This shows that how
important social networking has become in the current business world. So the consultants and
head hunters have to change their old practices of hiring and evolve with the changing world.
So currently, there are a lot of shortcomings in the process of talent acquisition of
Consortuum Strategic HR Solutions. While doing this research, I got to find number of
failings of a consulting firm. They are listed as follow:

 Cut throat Competition

There is cut throat competition in consulting firms in India. The company does not
have single consulting firm for their services but have multiple contracts with
multiple firms so these head hunters give a very tough competition to their fellows so
as to close a single position. Sometimes when we contact a candidate for a job
opening they have already been contacted for that position. This wastes the time and a
lot of resources too.

 Structured procedures
For working on a position there are a lot of steps that we need to take. Firstly we need
JD by the organization so that we can forward it to the target candidates as they even
demand it for more clarity in their job role and skills required. Similarly we need to
have the updated resumes of the interested candidates. These all steps are sometimes
delayed and delays the whole procedure.

25
  CTC Offered
Sometimes the CTC offered by the company is not upto the expectation or there are
chances that the most talented candidate does not get the offer because his salary
expectation does not meet the budget of the company. Similary sometimes the
Company offers CTC more than the market candiditae but there are chances that the
consulting firm is not able to find the suitable candidate for that role.
Also sometimes candidates are not ready to go to remote location. Relocation is one
of the biggest issues faced by the consultants while offering job offer to any
candidate.

6.2 Recommendations

There are certain recommendations as follows which were required to be dealt upon so as to
make the recruitment process faster paced and effective.
 First of all there should be clarity in the job skills required so the clients should make
the JD‘s as soon possible.
 Also there should be clearer database required to deal with the positions as soon as
possible. Database is like the backbone of any consulting firm. So it really need to be
updated with time and should be strong.
 Clients should share the full salary details and if the salary is negotiable then what is
the budget they can go up to and also what their expectations with the candidate are.
 The company needs to recruit high quality staff with the right skills on the appropriate
contracts to deliver the key objective of the position and organization
 Employee feedback after placement will increase his/ her morale.

6.3 Conclusion-

Acquiring good talent is the biggest issue and task for any company. Right Candidate for the
right job is a must sothat he/she can lead the organization in future.

Talent acquisition is the heart of the whole HR systems in the organization. The effectiveness
of many other HR activities, such as selection and training depends largely on the quality of
new employees attracted through the recruitment process.

26
Policies should always be reviewed as these are affected by the changing environment.
Management should get specific training on the process of recruitment to increase their
awareness on the danger of wrong placements.
HR practitioners should be on the guard against all the malpractices and advocate for
professional approach throughout the system. The HR should indicate disagreement in the
event that biasing towards certain candidates is creeping in and point out the repercussion
that may follow in terms of performance and motivation.
Finally, better recruitment and selection strategies result in improved
organizational outcomes. The more effectively organizations recruit and select
candidates, the more likely they are to hire and retain satisfied employees So
organization should really take care for the process of talent acquisition. Also not only on
acquiring good talent but also to retain them. Organizations should spend more on
developing their candidates. Executive search firms can play an important role in overcoming
these shortcomings by providing the best of talents from the pool of thousands of candidates
and aligning their needs with the needs of the candidate.

27
 Chapter 7

References:

[1] Jyoti, J. and Rani, R. (2014) ‗Exploring talent management practices: antecedents and
Consequences‘, Int. J. Management Concepts and Philosophy, Vol. 8, No. 4,
Pp.220–248

[2] Buchanan Research (2009), Changing dynamics of recruitment

[3] Dr.A.Kumudha, Saranya Priyadarshini.C (2016), ―A Conceptual study on challenges and

Innovations in Talent Acquisition Process‖, International Journal of Advance Research in
Computer Science and Management Studies

[4] Garima Kohli (2013), Talent Acquisition Latest Trends, Indian Journal Of Research

[5] Ranjit Kumar Siringi (2013), A Study On Talent Acquisition With Reference To
Kothagudemthermal Power Station,International Journal Of Human Resourcemanagement
And Research (IJHRMR)Vol. 3, Issue 2, Jun 2013, 1-8

[6] https://www.scribd.com/doc/54318142/Project-on-Talent-Acquisition

28